EXECUTIVE COMPENSATION DISCLOSURE
The annual executive
compensation disclosure reporting for the public sector includes the Province’s
60 public boards of education.
Under the Public Sector
Employers Act, boards are required to report annually on the total
compensation paid to the Superintendent/CEO and the next four highest ranking
decision-makers earning an annual base salary of $125,000 or more.
These positions typically
include the Superintendent/CEO, Secretary Treasurer, Assistant Superintendent, and
potentially Director-level positions.
Total compensation includes,
for example, annual base salary, paid time off including vacation and other
leaves of absence, health and welfare benefits, any allowances such as vehicle
In addition to reporting the
specific compensation information, the annual disclosure report includes a
letter signed by the board chair verifying the accuracy of the information
provided, as well as a compensation philosophy statement.
The compensation philosophy,
which is broadly developed by the sector’s employers’ association — the BC
Public School Employers’ Association (BCPSEA) — is generally shared by all 60
public school districts and includes the core principles established by the
provincial government for the broader public sector.
The compensation philosophy
also confirms that employee performance is a key criterion in the district’s
BCPSEA works with our board and
all boards in the province to manage compensation for executive and exempt
employees consistent with compensation policy established by the provincial
That work includes review,
analysis, development, and administration of competitive compensation packages
for our executive and management positions.
In order to attract and retain
qualified and experienced employees in these critical supervisory, management,
and leadership positions in our district, we need to maintain appropriate
compensation relationships between all positions in our organization, as well
as a reasonable level of competitiveness with the external labour market.
In addition, the BCPSEA
compensation management plan requires that proposed increases to any element of
the total compensation package for executive and exempt employees covered under
the compensation management plan must be approved by BCPSEA prior to
implementation by the board.
The only position not covered
under the BCPSEA compensation management plan is the position of
compensation for the Superintendent/CEO are made solely by the board of
The board makes salary
decisions for the Superintendent/CEO within the salary range established for
the position through our work with BCPSEA.
Decisions regarding other
elements of the compensation package for the Superintendent/CEO are made within
the board’s general compensation package for its management employees and
consistent with government compensation and expense policies.
The board works with BCPSEA to
ensure we have current information and apply an approach consistent with the
K-12 sector and the broader public sector.
SD57 2021/2022 Executive Compensation